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Why 2016 Was A Good Year For Humanity: 38 Gains In Health and Well-being


Becker’s Hospital Review“‘If it bleeds, it leads’ isn’t a phrase coined by some cut-throat tabloid editor. It’s a potent truth that lies at the heart of the modern day media machine. It’s time for some balance.”

This quote from Angus Hervey, PhD, political economist, science communicator and editor of Future Crunch, couldn’t be truer. News headlines and the general media are saturated with heartbreaking stories of death, disease, war and crime. When reflecting on the past year in news, it’s easy to think 2016 was a disaster. But this mindset overlooks the many beautiful and inspiring things that have happened in the past year…Read More>>


American Hospital Association CEO Rick Pollack: The Future of Healthcare




In Your Job Search, Think “Location” Last: Really?


Jackson Physician Search – Historically we have been taught to think that location is everything; how many times have you heard the expression, “Location, Location, Location”? But location should be one of the last factors to consider in your job search.

You read that right: location last. Why?

Because “location” is really a function of bringing together all the factors that are important to your practice goals and ideal lifestyle. When you are clear about these other needs, you open doors to discovering the ideal place that delivers them.

Resetting your Job Search Mindset

Would it surprise you to learn that over 50% of Residents and Fellows relocate within three years after their program completion? There is a direct correlation between a choice made solely on a specific location, and the subsequent need to relocate soon after.

A successful job search should prioritize these three “fit factors”:

  1. Lifestyle. This includes family needs, hobbies and the amenities of a community that allow you to do what you most enjoy on a regular basis when you’re not working.
  2. Practice Setting. Health system or small hospital? Single-specialty or multispecialty group? Academic medicine or strictly clinical practice? We place hundreds of physicians each year in every type of practice setting. But each has as a unique culture. Once you begin seeing patients, the inside of your office or hospital will look – and essentially function – the same way anywhere. The difference is in the fit of the workplace culture and community. Your goal is to be happy at work and at home with your family, doing the things you enjoy.
  3. Financial Agreements. Unless you relocate to an area notoriously low for reimbursements, all hospitals and medical groups know the going rate for all specialties. If the interview goes well and everyone wants to move forward with a contract, you will rarely find that financial negotiations will be an obstacle.

Think Twice About Your “Fit Factors”

Think twice before you take the easy route and default to a familiar “location.”

Start interviewing early, and open your mind to the quality of a practice and lifestyle that may be waiting for you in a location that you may never have heard of before.

A good place to start is by exploring opportunities online, and finding a recruiter you are comfortable working with. A good recruitment consultant has visited the practice sites you’re considering and knows the culture of the hiring organizations. They will streamline the process and serve as a trusted advisor.

Shattering Preconceived Notions

Once presented with the various opportunities that meet your lifestyle, practice type, culture and financial priorities, we often see candidate’s location preconceptions shatter––in a good way. If you expect only cornfields and haystacks in Iowa, you may miss the chance to practice in one of most beautiful lake resorts in the country. Similar “best kept secrets” can be found in the awe inspiring beauty of the Finger Lakes Region, the Adirondacks or Coeur d’Alene, Idaho.

When you consider the many factors that will ensure a good fit, you will find there are many places that can actually fill your needs.

Send us your questions – we’ll ask the experts and poll your peers for answers!

The Engagement Gap


Physician alignment and satisfaction are critical to recruitment and retention. This study identifies a significant physician engagement gap and challenges the assumption that employing physicians is the only solution to clinical alignment.

The Physician Engagement Gap

Physicians aren’t as aligned as executives think (and what executives can do about it).

Jackson Healthcare sought to explore the current state of alignment and engagement among physicians who are employed. Based on our extensive secondary and primary research with hospitals and physicians, employed physicians are disengaged in large numbers. There has not been a positive change in engagement in the past decade. And more alarmingly, hospital executives perceive physicians to be more engaged than they actually are. Even though physicians are proud to associate themselves with the hospital for which they work, they don’t trust their hospital executives employers, and they are not involved in clinical and administrative decision-making processes. Physicians don’t want to follow a clinical recipe when it comes to patient care. They want to be respected for their expertise.

In order to achieve the alignment hospital executive are seeking, medical schools and hospitals must do more to prepare, involve and transform the role of physicians as stakeholders, decisionmakers, and leaders. Cultural changes are necessary in the hospital environment if physicians are to make decisions in the best interest of the health system vs. a sole focus on their individual practices.

This report explores the current acquisition and employment trends and the effect on physician alignment.


The days when physicians graduated from medical school, completed their residency, and hung out a shingle in private practice have come to a close. And physicians who began their careers in private practice are less likely to retire there.

Physician ownership of private practices is trending downward while hospital employment of physicians and acquisition of physician practices is on the rise. Hospitals are acquiring physician practices in large numbers and younger physicians prefer to begin their careers as employees rather than enter private practice. In the early to mid-1990s, hospitals acquired physician practices in great numbers. That trend reversed in the late 1990s/early 2000s. According to VMG Health the sharp drop in hospital acquisitions of physician practices was fueled by:

  • physicians’ frustration with hospital management practices
  • hospitals’ frustration with physicians’ lack of motivation and productivity
  • the dissolution of many physician practice management companies and integrated delivery networks

Currently, hospitals are acquiring practices in numbers similar to the 1990s. In the past decade, the percentage of hospital-owned physician practices has tripled from about 25% in 2002 to almost 75% in 2011. The percentage of physicians in solo practice has decreased from 41% in 1983 to 18% in 2012.

Read the rest of this study by clicking the download button.

Trend Watch: Physician Practice Acquisitions


Explore the driving forces behind hospitals’ strategies to build aligned networks in primary care and key specialties, the motivations of doctors to sell their practices, and the shared challenges of integration in this white paper about physician practice acquisitions.

Physician Practice Acquisitions

Which Physician Practices Hospitals are Acquiring and Why

With phyisican practice acquisitions on the rise, Jack Healthcare sough to find out who and what were driving these trends. A survey of physicians completed by Jackson in the fall of 2013 found physicians, frustrated by the changing healthcare landscape and unsure of the impact healthcare reform , were seeking to exit private practice by offering ther practices to prospective buyers.

Hospitals were not only considered by physicians to be the ideal buyers for their practices, but also the most likely. 52% of the physicians surveyed by Jackson who sold their practices in 2013 sold to hospitals.

There are two sides to every story, so Jackson Healthcare sought to get the hospital perspective to see what so many were willing to take physicians up on their offers to sell. Jackson surveyed 123 hospital executives who had either completed acquisitions in 2013 or had acquisitions planned for 2014.

The survey found offers from physicians looking to sell started coming at a time when hospitals were looking to build their primary care networks, develop admissions and referral strategies, and solidify their positions in competitive markets. For many, the unsolicited offers were a way to address these goals, and the opportunities were too good to pass up.

The number of hospitals planning to acquire practices in 2014 as the result of physician offers fell to 48%, down from 30% in 2012. This could reflect hospitals being more strategic in the acquisition activities.

Hospitals appear to have started small. More than half of the hospitals that completed acquisitions in 2013 gained five or fewer physicians in those deals. A trend to watch will be whether the opportunistic purchases of small practices was a chance for hospitals to test the acquisition waters before launching a full-blown buying spree. Or, they could be buying small practices they plan to expand later.

To read the entire white paper, click the download button.

Jackson Healthcare 2016 Physician Trends


Understanding the key trends affecting physicians and hospitals is critical to finding solutions. This leading healthcare industry study covering 2016 physician trends includes insights and “vital statistics” on topics ranging from physician engagement, trends in telemedicine, regulatory impact, compensation and reimbursement and more.



2016 Physician Trends

Topics we will cover.

  • Physician Engagement
  • Physician Networking
  • Telemedicine
  • Supply and Demand
  • Regulatory Impact
  • Compensation and Reimbursement
  • Outlook and Satisfaction
  • Practice Environment


Physician Engagement

Creating system-wide physician alignment is one of the most challenging initiatives for hospital executives, and one of the most crucial to success on a wide range of cost, quality and experience initiatives.

51% more inpatient referrals were given to the hospital from fully engaged physicians

3% more outpatient referrals were given to the hospital from fully engaged physicians

“Among the lessons administrators learned in acquiring and divesting of medical practices during the 1990s is that from a business standpoint, the only similarity between a hospital and a physician practice is that they both have patients.” – Randy Baumann, Delta Healthcare

Physician Networking

61% of physicians scanned social media for medical information at least weekly

46% contributed information to social media on at least a weekly basis

31% of healthcare professionals use social media for professional networking

AMA membership has fallen from a high of 70% of U.S. doctors in the 1950s to 15% in 2011.


Global telemedicine market is projected to expand at a compound annual growth rate of 14.3%

During the 2015 legislative session, more than 200 pieces of telemedicine-related legislation were introduced in 42 states

Currently, 29 states and the District of Columbia have enacted laws requiring that health plans cover telemedicine services

64% of Americans are willing to have doctor visits via video telehealth

Supply and Demand

The American Association of Medical Colleges projects a shortfall of physicians between 46,100 and 90,400 by 2025

72% of physicians believe there is a physician shortage

Primary care physicians in rural areas are older and nearing retirement

“As physicians retire, local health systems struggle to replace their core medical staff.” – Randy Gott, SVP with The Advisory Board Company

Click the download button to read the rest of the 2016 physician trends.

Guide for Holiday Job Shopping


The holidays are here, and 2018 is around the corner. You suddenly realize that the job search you vowed to start early is now behind schedule.  Don’t panic! You still have time to start your holiday job shopping — Just use our guide and the 2018 holiday calendar to plan, prioritize and set deadlines for achievable milestones.

Make your List:

  • Create a checklist of criteria so you can objectively prioritize your search.
  • Be sure your CV is ready to submit for practice opportunities that meet your criteria.
  • Finalize your short list of appealing communities and organizations.
  • Identify your references and alert them to possible inquiries.

Get Help to Make up for Lost Time:

  • Share the details of your career and personal goals with a trusted recruiter.
  • You can rely on their objectivity, network of connections and knowledge of the marketplace.
  • They will help focus your search and avoid roadblocks, without charge or obligation.

Avoid the Holiday Rush:

  • With holiday calendars (and available flights) filling up, be quick and decisive about scheduling interviews.
  • Outline pertinent questions about compensation, practice parameters and the community.
  • Start phone interviews in December and schedule on-site interviews to take place just after New Years.

New Year’s Day Assessment:

  • Assess your progress, including upcoming interviews and offers on the table.
  • Ask for feedback to understand where any disconnects occurred.
  • Share that information with your recruiter – you need objective advice!
  • Plan your follow-up steps. If no offers are in hand, you may need to change the parameters of your search and conduct more due diligence to improve your chances of success.

MLK Day Decisions:

  • Prioritize the offers you have received.
  • Compare compensation packages using trusted sources for salary surveys and calculators that incorporate multiple variables.
  • Consult trusted advisors who can help compare the variables and explain contractual terms.
  • Be prepared to make a decision.

Sweet Success by Valentine’s Day:

  • Celebrate the sweet success of accepting an offer!
  • Meet the deadlines for securing your license, hospital privileges and credentialing with payers.
  • Explore housing and make relocation plans.

Physicians who accept an offer early enjoy:

  • The opportunity to earn a stipend, signing bonus or other incentive for early commitment.
  • Less stress and fewer scheduling conflicts during their final semester of residency.
  • Peace of mind to enjoy their first few months after graduation.
  • The opportunity to be productive in your practice as soon as you arrive.

Finding your first or next practice opportunity can be challenging and overwhelming.  An experienced recruiter can ease the process and serve as a guide through the process. They know the hiring organizations first-hand, and have visited the practice sites you’re considering. They will streamline the process and keep you on track.

Get started now by exploring Jackson Physician Search opportunities and learning why physicians choose to work with Jackson Physician Search recruiters.

Is the Hippocratic Oath Still Relevant?


Medscape Nearly all doctors recite the original Hippocratic Oath or an alternative version of it in medical school. Yet it remains controversial, prompting questions about whether it should be retired.

Defenders assert that it has as much relevance today as ever, because it remains a public declaration of the social contract between the profession of medicine, its individual members, and society as a whole. Critics wonder whether the oath is a “necessary protection or an elaborate hoax.” This is because the notion that a physician has independent power to behave morally and ethically in the treatment of patients is complex, given the role of the health insurance industry, hospital employers, and the pharmaceutical industry, not to mention the still-pervasive fee-for-service environment.

The oath, written 2400 years ago in and for a simpler time, appears silent on these issues. Thus, the question becomes: is the Hippocratic Oath still relevant? Read More>>

Dr. Charles Sorenson: Misperceptions on Healthcare


Dr. Sorenson’s message was clear: we can choose to see the turbulent nature of the healthcare environment, as bleak or as an “unparalleled opportunity to make healthcare better for the people we serve and to make it better for the people who choose this noble profession.”

With that opportunity comes an even greater sense of urgency and commitment to helping physicians find the place where they can best serve.

Becker’s Hospital Review– Much of the discourse on the current state of U.S. healthcare centers on the rapid pace of change, an uncertain future and serious financial challenges for patients and providers alike. With the recent presidential election of Donald Trump and the likelihood that the ACA will be fundamentally changed or repealed, the future of U.S. healthcare is less certain than ever.

But despite the turbulent nature of the healthcare environment, clinicians and leaders must not throw up their hands in the face of these challenges, many of which have become defining characteristics of the industry. In fact, many people hold misperceptions about these commonly bemoaned issues, according to Charles Sorenson, MD, president emeritus of Salt Lake City-based Intermountain Healthcare. Read More>>

Jackson Physician Search: New Name. Winning Culture.


ATLANTA (PRWEB) – Jackson Physician Search announced its ranking as one of the top 15 Best Places to Work in Healthcare, as revealed at Modern Healthcare’s annual awards dinner, held October 6th in New Orleans.

Company representatives marked the occasion as a double celebration of being a first-time honoree and a fitting debut for their new name and brand identity.

The company, formerly known as Jackson & Coker Permanent Placement, introduced their new name and logo in September to highlight their leadership and to clarify their role in the permanent physician placement industry. They credit the company’s growth to their outstanding track record of results, built on the trust their clients place in their skilled team and the transparency of their recruitment process.

 Jackson Physician Search placed 14th overall in the Best Places to Work contest and 11th in the supplier category. These rankings validate their strategy of empowering their employees to provide clients and candidates with the best possible services and customer experience.

“Our growth in physician recruitment and our recognition as one of the Best Places to Work in healthcare are rooted in our healthy culture,” stated Tony Stajduhar, President. “People are the greatest differentiator for us. We have people who are great to begin with, and then we further equip them with the right training and tools in an environment where they can be happy. That is the blueprint for building a culture that enables our team to deliver great results and an exceptional experience for our clients and candidates.”

Investing in innovation and future growth is also a priority for Jackson Physician Search. This was reflected in the company’s 4th place rank for having the most engaged and most satisfied group of millennials on staff. The rank was based on the percentage of millennials in the company’s workforce and the number of employee satisfaction surveys completed by millennials.

Jackson Physician Search is part of the growing family of Jackson Healthcare companies. Jackson Healthcare has been named Atlanta’s Best Place to Work for three consecutive years by Atlanta Business Chronicle.

Jackson Physician Search specializes in permanent recruitment of physicians and advanced practice providers to hospitals and health systems across the United States. The company is recognized for its track record of results built on their clients’ trust in the skills of their team and the transparency of their process. As one of the Best Places to Work in Healthcare, Jackson Physician Search attracts and retains the most talented and motivated recruitment professionals in the industry.

Visit https://www.jacksonphysiciansearch.com and Jackson Physician Search on LinkedIn.

Follow @JacksonPhysicianSearch on Facebook and @Jackson_Search on Twitter.

For the original version on PRWeb visit: http://www.prweb.com/releases/2016/10/prweb13749333.htm